The Rise of ‘Grow-Your-Own’ Healthcare Workers: How CHI Health is Pioneering a Solution to the CNA Shortage
The U.S. healthcare system is facing a critical staffing crisis, and the shortage of Certified Nursing Assistants (CNAs) is a particularly acute pain point. But what if hospitals didn’t just recruit CNAs – they grew them? CHI Health in Omaha, Nebraska, is betting on that very idea, and early results suggest a powerful new model for workforce development is taking shape. Their CNA Advance Program isn’t just filling vacancies; it’s building a pipeline of dedicated professionals and bolstering nurse retention in the process.
Addressing the Root of the Problem: Beyond Traditional Recruitment
For years, healthcare organizations have relied on traditional recruitment methods to fill CNA positions – often competing for a limited pool of qualified candidates. This approach is increasingly unsustainable, especially as the demand for healthcare services continues to rise with an aging population. **CNA training programs** are often costly and inaccessible to many potential candidates, creating a significant barrier to entry. CHI Health recognized this and decided to take a proactive approach.
“We really looked at the problem and realized we needed to control our own destiny,” explains Jenny Stachura, MSN, RN, Chief Nursing Officer of CHI Health’s Nebraska and Iowa market. “Instead of waiting for qualified CNAs to become available, we decided to create them.” The CNA Advance Program offers free training, certification, and – crucially – a guaranteed job upon successful completion. This removes the financial risk and uncertainty that often deter individuals from pursuing a healthcare career.
The Mechanics of a Successful Pipeline: Collaboration and Continuous Improvement
Launching the program wasn’t simply about offering free classes. It required a significant investment in cross-departmental collaboration, bringing together nursing leadership, human resources, education, and finance. A thorough needs assessment identified specific clinical areas with the highest CNA vacancies and pinpointed skill gaps in new hires. This data-driven approach ensured the curriculum was tailored to the organization’s specific needs.
Recruitment focused on individuals with a strong desire to enter healthcare, even without prior experience. CHI Health actively engaged with the community to reach potential candidates. A key lesson learned, Stachura notes, was the importance of continuous feedback. “Regularly soliciting input from students, clinical staff, and the program team allowed us to refine the curriculum in real-time and address challenges as they arose.” Dedicated mentorship and ongoing professional development for preceptors were also critical to the program’s success and the retention of newly trained CNAs.
Measuring Success: Beyond Graduation Rates
While the number of graduates is a positive indicator, CHI Health understands that true success lies in long-term impact. They meticulously track retention rates of program graduates compared to those hired through traditional channels. This provides a clear picture of the program’s effectiveness in building a stable workforce. Performance and competency are also closely monitored through regular feedback from unit managers and preceptors, assessing clinical skills, adherence to protocols, and teamwork.
The program’s impact on unit vacancy rates and overall staffing levels is another key metric. Ultimately, CHI Health measures success by its ability to create a sustainable pipeline of skilled and engaged CNAs who contribute to high-quality patient care and operational efficiency. This holistic approach to evaluation ensures the program remains aligned with organizational goals.
The Ripple Effect: Nurse Retention and Career Advancement
The benefits of the CNA Advance Program extend beyond filling CNA vacancies. By providing registered nurses with reliable and competent support staff, the program directly contributes to nurse retention. Reduced workloads and increased support can mitigate burnout and improve job satisfaction – a critical factor in addressing the national nursing shortage.
CHI Health is also investing in career laddering initiatives, supporting CNA graduates who wish to pursue further education to become Licensed Practical Nurses (LPNs) or Registered Nurses (RNs) through tuition reimbursement programs. This creates a sustainable pipeline of healthcare professionals already familiar with the organization’s culture and values. The Bureau of Labor Statistics projects a 8% growth in employment for CNAs between 2022 and 2032, highlighting the continued need for innovative workforce solutions.
Looking Ahead: Scaling and Innovation in Healthcare Training
The CNA Advance Program has already expanded to include all five CHI Health campuses within the Omaha metro area, increasing its capacity to meet the growing demand for CNAs. Future plans include further enhancing the career laddering component and integrating new technologies, such as simulation-based training, into the curriculum. This commitment to innovation will ensure graduates are well-prepared for the challenges of modern healthcare.
The success of CHI Health’s program demonstrates a growing trend: healthcare organizations are increasingly recognizing the need to invest in “grow-your-own” workforce development strategies. As the healthcare landscape continues to evolve, these innovative approaches will be essential for ensuring a stable, skilled, and engaged workforce capable of delivering high-quality patient care. What steps is *your* organization taking to build a resilient healthcare workforce for the future? Share your thoughts in the comments below!
